Organisational Behaviour Report: Analysis of Dr. Martens' Strategies

This report provides a comprehensive analysis of organizational behaviour, using Dr. Martens as a case study. It begins by evaluating the influence of culture, politics, and power on individual behaviour, exploring concepts like legitimate, reward, coercive, expert, referent, and informational power. The report then delves into content and process theories of motivation, including Maslow's hierarchy of needs and Vroom's expectancy theory, examining how Dr. Martens utilizes these theories to enhance employee motivation and performance. Furthermore, the report distinguishes between effective and ineffective teams, highlighting the importance of teamwork and skilled individuals in achieving organizational objectives. Finally, it discusses the application of organizational behaviour concepts and philosophies within the context of the Dr. Martens case study, offering insights into how the company manages its operations and fosters a positive work environment.

Organisational Behaviour

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P.1 Evaluating influence of culture, politics and power on behaviour of individual..................1
TASK 2 ..........................................................................................................................................4
P.2 Evaluate content and process theories of motivation............................................................4
TASK 3 ...........................................................................................................................................5
P.3 State what makes an effective team against ineffective team..............................................5
TASK 4 ...........................................................................................................................................7
P.4 Philosophies and concepts of organization behaviour..........................................................7
CONCLUSION ...............................................................................................................................8
REFERENCES...............................................................................................................................9

INTRODUCTION
Organization behaviour is the behaviour of employees in the organization. It helps the
company to determine the performance of staff members in firm (Autier, Azéma and
Boustingorry, 2014). Workers can behave in proper manner so that all activities can run
successfully. Hence staff members can perform better and can give best results. So organization
can earn more revenues and they can easily increase the market share. In this manner company
can easily maintain unique position in market. Assignment describes about the Dr. Marten's
culture, politics and power and it influence on behaviour of all persons. Report describes about
the different methods which can motivate individuals and team so that they can easily
accomplish goals. It also explains about various process to cooperate effectively with other staff
members. It also discusses about the application of concepts and philosophies of organization
behaviour to given business situation.
TASK 1
P.1 Evaluating influence of culture, politics and power on behaviour of individual
Power is the capability of manager to influence staff members and their methods so that
they can easily achieve the objectives in minimum time. They are the crucial factors which
affects the behaviour and it also increases the competition among employees. Hence they give
good results.
Influence of power on person and group:
Positive power motivates employees to perform better. It helps in increasing the zeal and
enthusiasm level of staff members so that they can complete all activities and tasks in time.
Manager can use various methods such as giving rewards to employees who had performed well,
giving status and recognition to all staff members. These benefits are given so that it can reduce
the employees turnover and company can retain staff members for longer period of time.
Manager can also give punishments to employees who had not achieved their objectives and it
employees behaviour is affected by negative power of employer. In this case study Dr, Martin
motivates staff members so that they can perform better (Blyton, and et. al., 2017). There are
creative and fearless employees. Staff members are also given opportunity so that they can take
decisions. Various theories are applied by company to influence behaviour of staff members are:
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 Legitimate power: This means the power which is acquired by person due to their
position. For example power acquired by Verwoert, CEO of Dr. Martens is the legitimate
power that provides her to control over all staff members (Borst, 2014).
 Reward power: It refers to the power acquired by individual to give promotion and
rewards to distribute assignments and organizes training programmes. In this case Dr
Martin, power is exercised by board of directors and the permission CEO can easily
reward to staff members.
 Coercive power: It refers to the power in which individual can give punishment to all
staff members in the company. In Dr. Martins the rights is reserved with CEO and
managers have power to punish the workers. Hence management can never use this
power against the power of staff members as company believes in valuing the staff
members and it is the most valuable resource of firm.
 Expert power: It is gained by the persons due to specialization of his/her work. Dr
Martins power is exercised by manager who are experts in understanding the situation, to
solve the issues and problems and to make clear judgements.
 Referent power: It refers to power to affect other people. In Dr. Martins power is held
by the leader that can induce their employees to work so that they can achieve the
objectives in time. Informational power: It is the power to access to information which is kept confidential
and the data is not disclosed to all persons. Dr. Martins this power is acquired by CEO
Verwoert and top management who have access to the data related to the payment made
to person and performance of team etc.
Chanlat's characteristics related to political behaviour:
There is a Chanlat model which is divided into 3 classes i.e. personal, structure and
decisional features. During the selection process of staff member in Dr. Martin managers
consider the qualities, passion that person possess that is related to use of power and political
behaviour in future. Personal features posses by workers is Machiavellian and it is the tendency
of a person to get involved in political behaviour and use of power (De Board, 2014). Third
feature is structure that induces the manager of Dr. Martens to create plans and policies and this
helps in taking decisions related to structure of company.
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Organization politics is the use of informal efforts or policies so that it can influence the
company' activities and selling an idea and attaining power etc.
Influence of politics on person and group:
Helpful in developing social astuteness: Office politics help the company to get
knowledge of staff members objectives and policies of firm so that they can motivate workers to
perform bitter. This results in accomplishment of their objectives (Gattorna, 2017). It affects the
competition level and manager can improve the communication skills so that they can reduce the
stress level and tension of staff members. So they can provide comfortable and safe environment.
This helps the company to connect with employees and it leads to low turnover and high
retention.
Decrease productivity of staff members: It is important that staff members get involved
in politics and they focus less on their work. They criticize other staff member and they do not
able to achieve the objectives. This results in reducing the productivity and performance.
Handy's cultural typology and structure within Dr. Marten's:
This theory describes that every company follows a culture with different values, norms
and beliefs that Dr. Martens applies according to changes in market. Culture typology of Dr.
Martens is divided into four categories (Models of Organisational Culture - Handy, 2015):
Power culture: It symbolizes power in spider web where the superiors are having less
control over staff members. Dr Martin has few people who are controlling staff members. Hence
employees are considered for retention and achievement due to their performance level.
Role culture: It is the role and responsibility that employees perform in the company. In
Dr. Martens, managers communicate with staff members about expected performance and role
and functions that they have to perform in firm. Company follows systematic system even in
situations like relocation.
Task culture: It mainly emphasis on inducing and motivating persons to work with full
zeal so that company can easily accomplish the objectives. Dr. Martens focus on developing
team spirit among staff members so that they can maintain cooperation and cooperation and they
ignore flaws. Dr. Martens divides the staff into various teams and manager assigns different task
so that they can easily achieve the objectives (Hakansson, 2014).
Person culture: It focuses on each employee of Dr. Martin so that they can show their
skills and talent with each other. This provide status and recognition to staff efforts and
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recognition is given by management of Dr. Martin. This helps in increasing the confidence level
of staff members and hence they can easily share their suggestions and views with each other.
This provides creative ideas to firm (Horner and Swarbrooke, 2016).
TASK 2
P.2 Evaluate content and process theories of motivation
Motivation is important factor which helps in monitoring the capabilities, skills and
knowledge of all staff members. Hence employees can easily accomplish the objectives. Dr.
Martens have encountered momentum in journey of success. Company has faced many issues
and problems which is related to relocation, technical changes etc. The HR department of Dr.
Martens has created different strategies which encourages the resources. Mentioned below is the
important approaches and theories which are applied by Dr. Martens to increase the zeal and
enthusiasm of staff members so that they can easily adopt the changes.
Content theory: It is called theory of need which describes about various reasons for
change in demand, wants and needs of persons in reference with time. It enables Dr Martens
managers to determine various factors that help in inducing behaviour of staff members. It focus
on various micro factors that can influence human behaviour and motivate person to achieve
personal and professional objectives. It involves Maslow's theory which is described below:
Physiological needs: It is linked with basic necessities and without this they cannot
survive. These needs include foods, shelter, clothing and water etc. It helps in influencing the
performance of person and it is fulfilled by firm so that they can give best outcomes.
Safety and security needs: In this step needs are related to job security, health and safety
in which employee expect from firm. Each staff member need to work in risk free environment
due to which chances of accidents are less. Organisation have to create safety rules and policies
such as medical, Life insurance facilities to people. It requires execution of different laws and
regulations created by government in relation to termination of staff members.
Social needs: In this step company tries to maintain affection and love among all staff
members. It is dome through effective communication, recreational tasks and activities
employees engagement programmes. Hence staff members can solve their issues by interacting
with each other.
Esteem needs: It helps in giving status and recognition to staff members (Jensen, 2017).
Company has to encourage staff members so that they can perform better. They are given
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rewards and recognition by the firm. This helps the staff members to accomplish the objectives.
So company can maintain good image in minds of all workers (Klarsfeld, and et. al., 2014).
Self actualization: It is on the top of Maslow's theory. In this stage company tries to
recognise the skills and potential of workers. Hence staff members determines their potential and
strengths so that they achieve their objectives. This help workers to face challenges and
responsibilities that can be achieved in limited time.
Process theory: The theory evaluates behaviour and psychological processes. It helps in
monitoring person's needs which affects or motivates a person so that the achieve the objective.
Dr. Martens applies this theory so that they can motivate staff members and they can accept new
challenges. Organization has conducted six workshops for 78 staff members so that tgey can
develop their skills and competencies. It includes the theory which is described below:
Vroom's expectancy theory: Theory states that behaviour is result of different choices
and objective is to enhance pleasure and decrease pain. Vroom realized that performance of
employees is based on individual factors like personality, knowledge and skills etc. Motivation
and efforts are related to person's motivation. Managers of Dr. Martens use different variables
such as instrumentality, expectancy and valence. By executing this theory, personal objectives
and requirements of staff members can easily be identified and increase he zeal of staff members
so that they can achieve the personal and professional objective.
TASK 3
P.3 State what makes an effective team against ineffective team
Staff members are crucial assets in the company. They are the source of skills,
competency, potential and knowledge which company requires to achieve the objective and
desired level of performance. Hence hard and smart teams are required so that they can give
strong competition over the competitors. Dr. Martens operations are controlled by professional
so that they can improve the performance and all activities and operations are managed in an
effective and efficient manner. It results in enhancing the level of productivity of firm. It results
in earning of huge revenues and firm can easily increase the market share.
Teamwork is important in company so that they can improve their performance and to
accomplish the objectives (Miklósi, 2014). An effective team and skilled persons are important
for firm so that they can achieve objectives and its is crucial to achieve success. Dr Martens
require certain qualities for creating an effective team. It is described below:
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 Mutual cooperation: It is the crucial quality for effective and efficient team so that there
is coordination among all staff members (Pruitt and Keiser, 2014). It is crucial so that
there are no issues and there are no conflicts in company. Hence it can improve the
quality of workforce and they can achieve the goals.
 Balanced roles: It is crucial so that staff members can clearly communicate their duties
and functions in specific tasks. Staff members have to be aware about expected level of
performance and they are responsible to give quality performance on which staff
members are to judged.
 Good communication: It is important to communicate with employees so that their
problems get solved. Communication system has transparency in firm so that staff
members are motivated and they can participate in decisions. Staff members can easily
hare the innovative and creative ideas and opinions on tactics of specific business. Effective leadership: Effective leader is person who have skills and abilities and
motivate staff members so that they can put extra efforts to archive the objectives. An
leader can have different qualities such as listening, communication skills and
interpersonal skills that can help staff member to take challenges and responsibilities in
performing various activities.
Tuckman and Jensen's model of team:
This is a model which focus on motivating team and their members. Dr. Martens apply
this model to undertake the process and procedure from initialization stage. They also tries to
create different strategies so that they can maintain coordination of employees, mutual trust and
cooperation in company. This helps in improving the performance of company. There are four
stages which are described below:
 Forming: It is the stage which includes the allotment of work, assembling of team,
interaction of staff members and team leaders. Dr. Martens give different duties and
opportunities to staff members so that they can take the challenges and opportunities and
this results in improving the performance of workers (Randhawa and Kaur, 2015).
 Storming: In this stage, leaders of Dr. Martens motivate staff members so that they can
perform better and they give extra efforts so that there is no confusion.
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 Norming: In this stage, team develops the understanding and they encourage workers so
that they can perform better. Dr. Martens enters into positive and motivating environment
in company (Shahin, Shabani and Khazaei, 2014).
 Performing: This is the last stage in which staff members can develop good relationship
with each other. Staff members are dedicated and they help other staff members so that
they can achieve professional and personal goals.
TASK 4
P.4 Philosophies and concepts of organization behaviour
Path goal theory: It was found by House Mitchell in 1974. Main objective is to
determine various styles of leadership that best suits the staff members. It is based on Victor's
Vroom theory which describes the performance of person and it is based on expectation that
activity is followed by given result.
Through this application, Dr. Martens give immense focus on the staff members features.
Company evaluate the capabilities that are required for staff members in relation with emerging
environmental challenges. For making staff members capable company has conducted six
workshops for 78 staff members so that employees can enhance the skills, potential and
knowledge. Dr. Martens while deciding the culture has adopted participative leadership style so
that staff members can give their suggestions and views regarding any matter. This leads to
growth and development of company.
Classification of model are described below:
Identification of environmental characteristics, selecting a leadership style and various
factors which can motivate staff members are described below:
Employee characteristics: This theory helps the staff members to succeed and they can
evaluate the conduct according to needs or requirements. For example Dr. Martens tries to
develop various skill among employees such as creativity, fearless attitude, resilient and rebel
attitude. Hence staff members can give good results (Temminck, Mearns and Fruhen, 2015).
They have to take knowledge regarding staff members so that they can find various methods and
ways to motivate staff members.
Task and environmental characteristics: This theory helps in evaluating the tasks and
activities of all staff members. It helps the company to determine the problem faced by all
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employees. It tries to reduce the shortcomings by giving them training and development
programmes (Wilson, 2017). If there are any problems and issues then it impact the organisation
in negative manner Leaders have to adjust with the changes and difficult characteristics are
described below:
Design of task: It is important for leader so that they can define responsibilities and
functions related with particular tasks in effective manner. If there is ambiguous activity, then
leader can give guidance and suggestion so that they can easily perform the tasks.
Formal authority system: In this step, leaders can give effective goals to staff members so that
there future certainty can be controlled.
Work group: If there is non supporting team team then the entire burden come on a
single employee. Hence the activity cannot be completed in fixed period of time. Hence it is
crucial that staff members can contribute equally and motivate each other.
Leaders behaviour or styles: Style of leadership is described below:
Directive: Under this style leaders dominate each other and staff members do not have
give their option except agreeing with the decisions. Hence employees have to agree with the
opinions of leaders.
Participative: In this step leaders of Dr Martens have to include staff members in all
decisions. Hence they can take all decisions (Zayas-Ortiz, and et. al., 2015). This results in
increasing motivation and zeal of staff members. In addition they can retain more employees for
longer period of time. So company can earn more revenues and they can easily enhance market
share.
CONCLUSION
From the above report it has been concluded that organizational behaviour is crucial so
that employees behave in proper manner. So all activities and tasks run successfully and
smoothly. Hence it results in increasing the efficiency and effectiveness of company. So
organization can earn more revenues and they can easily enhance market share. Company can
also maintain good image in minds of all people. Evaluate influence of culture, politics and
power on behaviour of staff members in company. Monitor the methods to motivate persons and
team has to achieve the organizational goals. Various methods are used so that employees can
cooperate with staff members. Different concepts and philosophies of organization behaviour to
given business situation.
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Online
Models of Organisational Culture - Handy, 2015. [Online]. Available through:
<https://www.tutor2u.net/business/reference/models-of-organisational-culture-handy/>.
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